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HRTrainOnline is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP^® or SHRM-SCP^®. ?

1-hour educational program = 1 PDC.
1-hour and 15 minute concurrent conference session = 1.25 PDCs.
3-hour e-learning course = 3 PDCs.

Overview:

Are your top talent engaged? Do they feel committed to the work they are doing? Do they brag about your company to others as a great place to work?

The best way to find out what your employees think and how to retain them is to ask them. Not just “How’s it going?”, but specific questions to get specific answers. Its aim, quite simply, is to learn what motivates your top talent employees so that they will continue working for you and the organization. How well are their goals and career aspirations being fulfilled? Which aspects of their work do they enjoy the most? Which parts of their job do they least enjoy? Are they receiving sufficient opportunities for growth and development? What would influence them to look elsewhere?

Therefore, stay interviews will help managers and leaders understand their talented people’s goals and how to ensure they will continue to be engaged and excited about their jobs. It will help managers understand why these employees stay so that those important factors can be reinforced. It will also signal their frustrations which then can be nipped in the bud before they drive the employee to start looking elsewhere.

Finally, the stay interview becomes an opportunity to continue to build trust with your talent and a chance to assess the degree of satisfaction and engagement that exists within your department or team.

Why should you Attend: A recent LinkedIn news article titled "Exit Interview, Meet Stay Interview" states:
"Scores of people are dissatisfied and contemplating leaving their jobs for greener pastures. That's can lead to a lot of exit interviews". However, a new kind of interview is growing in popularity - the stay interview. It's a conversation not focused on reasons for quitting, but rather why workers are staying put. It's part of an effort to "dial up retention efforts during the record turnover”.

Do you want to dial up your retention efforts? Adding stay interviews to your engagement and retention strategies will help your organization retain your top talent so they won’t be driven to seek out greener pastures. It’s the single best tool you can give managers. The value of this webinar to your organization are:

• They motivate your talented employees: They’re excited simply by the fact that the organization is concerned about their future and that their manager took the time to check in with them
• They are personalized: Unlike surveys and many other retention tools that are primarily focused on what excites many employees, this approach is customized to a single identifiable individual and their needs and wants
• They include actions: Unlike exit interviews, which only identify problems, stay interviews also encourage the parties to identify actions that can improve the employee experience and actions that can help eliminate any major turnover triggers

Areas Covered in the Session: Adding stay interviews to your engagement and retention strategies can help your organization retain critical employees. This webinar will include these learning objectives:

• Recognize possible "triggers" that cause stop talent to consider leaving
• Identify the 3 benefits and challenges of implementing stay interviews within your organization
• Review a sample of interview questions and the follow up probes that will lead to the "real" answers
• Be able to conduct effective stay interviews that result in a better understanding of the employee's experience
• Develop individualized stay plans with specific action steps to increase the employee's loyalty and commitment
• Review a "how-to-toolkit": Who to select; timing and frequency; the interview format; 7 step interviewing process that leads to an effective conversation

Who Will Benefit:

• CEO's
• COO's
• VP of Human Resources
• Chief Learning Officer
• Directors
• Project Managers
• Operation Managers and Supervisors
• Team Leaders
• Human Resources Professionals